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WHY THE BEST CANDIDATES CARE ABOUT THE
COMPANY'S CULTURE
So why is the company’s culture so important while hiring employees?
Because quality employment not only affects financial results (retention rates, higher
productivity), it formulates the aroma of how your service or product is created and
delivered.
The company’s culture expresses the organization's expectations, values and
beliefs, and the way the organization interacts with both its employees and with people
in the communities in which they operate.
You can get the high quality, cost-effective HR services and solutions from Sharp
Group HRD Services that can enable you to be conspicuous of your Senior
Leadership Team and Board of Directors as they look for bottom-line results.
According to the research done by Personnel Psychology, the best performers are 400
percent more productive than average performers. If your company wants to recruit
and hire the best Candidate, understand what they want and what they need most
from their employers. Fortunately, the answer is not just a generous payment.
Understanding what kind of company culture do you prefer the best, you can find out
which elements of your culture are the most important for highlighting and promoting.
The company’s culture is very important for employees with high requirements
because they know that many employers can meet their remuneration requirements,
but only those with an attractive work environment and focus on employees will be at
the top of the list.
HERE ARE 5 FEATURES THAT THE BEST TALENT IN THE COMPANY’S CULTURE IS
LOOKING FOR:
Corporate culture focuses on both HR and business leaders, especially for
organizations fighting for the highest or rare talent.
AUTONOMY
First of all, leading talent does not want or does not need micro-management in the
workplace. The researchers explain the best performers are motivated, they can make
their own decisions and initiate new tasks and challenges by themselves. For this
reason, they prefer an autonomous work culture in which they have the freedom and
versatility to complete their work at their own choice. While average performers may
exploit these privileges, the best talents use them strategically and efficiently to get a
better job.
POSSIBILITIES OF GROWTH
The best performers have an innate desire to learn and develop, which means they
want career opportunities. In the Hewitt Associates Talent Pulse study from 2007; one
of the best-performing students explained: "I'm a success-oriented person and I have
to feel like I'm getting better, moving up and developing. As a result, they choose
employers offering training programs and career opportunities that help them grow
professionally and personally.
TRANSPARENCY
The best performers are very goal-oriented; they drive in a direction that leads them
to the future they want. As a result, people with high scores want their employers to be
transparent so that they can make informed decisions about their careers, according
to Talent Management.
They want to work for an employer who tells employees how the company works and
where the company is going. They also expect their employer to provide information
on eligibility and promotion schedule, bonuses and increases. Therefore, they are
looking for honest and open employers.
A good company culture is a mechanism for the raising of people in a
competitive job market
FEEDBACK
Because they are always looking for ways to improve, the best Candidates expect
information from their manager. The Harvard Business Review report shows that 50
percent of high-score people say they expect to sit with managers monthly, but only 53
percent report that their managers provide them with the opinions they need. When
the best performers do not receive constructive criticism, they become less motivated
and devoted to the organization. Offering accurate feedback can make the greatest
talents a challenge and grow, and consequently - happy and committed.
CHALLENGES
Nobody likes hard work more than the best performers. As the company Competitive
Streak explains, leading talents are constantly looking for ways to push the limits of
their experiences and skills, especially at work. And according to Talent
Management, a likes-quality person likes to undertake projects at work that require
critical and creative thinking. Therefore, the best talents prefer the company’s culture
in which employees are expected to work hard and develop on a daily basis. They
want to be in the winning team, where their team members challenge them and teach
them new things. When the best professionals are in an intellectually stimulating work
environment, they do the best they can and experience optimal work performance.
The most qualified and talented Candidates for work will not be satisfied with any
work, because they do not have to. The best Candidates have a choice, so they will
thoroughly consider their career opportunities before applying to your positions. If you
want to attract the best talent, think about how your company provides an
environment that supports triggers and encourages high results to reach a new level of
excellence.
Then share these facts on your career site and during interviews - especially when
hiring the best employees. When you explain how your company’s culture meets
their needs, the best talents will accept and accept your offer.
5 WAYS YOU CAN STRENGTHEN THE COMPANY'S CULTURE
Good company culture can be a mechanism for attracting the right people and keeping
employees even in a competitive labor market.
One of the most visible, but often overlooked ways to strengthen the company’s
culture is to invite employees to talk. In this sense, efforts to strengthen culture
become obvious, but they also become integrative and two-way, not just top-down,
which is usually more attractive to employees and effective in the long run.
The company’s culture is focused on both HR and business leaders, especially
for organizations applying for the highest or rare talent
These five ways HR can strengthen the company’s culture to attract talent:
1. STRENGTHEN YOUR CURRENT CULTURE:
Find and solve corporate culture problems that are important to current employees.
Motivated employees are the best brand ambassadors.
2. BE CONSISTENT:
Develop a language that consistently represents the workplace's environment and is
consistently used in recruitment initiatives and materials.
3. BE SUITABLE:
Find out which channels your potential employees are using to find a job and be
located in these locations, providing easily accessible information and resources.
4. BE MOBILE:
Here the word "mobility" is from the point of view of technology. Organizations whose
communication skills have the ability to adapt to mobile devices have an advantage
over those who do not.
5. BE HONEST:
Candidates have access to more "internal" information than ever before and are often
well prepared with questions and insight. Potential employees greatly appreciate the
honesty of the "reality" of the workplace, thanks to which they can make an informed
decision.
5 WAYS YOU CAN SUPPORT A STRONG CORPORATE CULTURE
The purpose of including employees in the discussion on corporate culture is to
determine what is most important for the majority of employees and specific segments
of the workforce. The cultural positioning of the organization must take into account
diversity in the workplace.
Here are five ways in which leaders and HR specialists can support a strong
corporate culture.
1. Provide opportunities for professional development and training.
2. Create and cultivate an innovation-friendly culture in which employees feel that
their ideas will be heard and will work.
3. Make sure your company offers an attractive, competitive salary and other
benefits.
4. Provide a friendly work environment and tools that will help employees to do
their job effectively.
5. Offer a wide range of recognition, rewards and career opportunities.
A good culture addresses and enhances the experience of employees in the
workplace in a way that creates a motivated workforce that is well prepared to achieve
both strategic corporate goals and personal career goals. Good culture also informs
the wider community about the way it will work together and what you can expect from
the organization to provide community support.
WHY YOU SHOULD HAVE A SPECIFIED COMPANY CULTURE?
“A company’s culture can embrace everything from working and working hours,
work-life balance, team-oriented approach to decision-making, and what
physical space is in a company,” Says Paul McDonald, executive director of
Robert Half at Menlo Park, California.
An attractive office environment, for example, suggests that the company cares about
its employees and wants them to be comfortable and well-equipped.
"Good HR activists and business leaders should sit down and discuss the
company's culture,"
If they are not yet, they should start doing this. They should make the company’s
culture a priority because it makes their company a welcome place to work. It
increases productivity, recruitment and maintenance efforts.
NOTE TO THE EMPLOYER:
Moreover, employing talents that are not consistent with the culture of your company
causes personal conflicts within the employee that will undoubtedly affect their work
and the people they work with.
It is your responsibility as an employer to ensure your employee's success and
to make sure that their values and work ethic are in line with your culture before
expanding the offer, is the first thing you can do for them and for the rest of the staff.
CONCLUSION:
The best Candidates have a choice, so they will carefully consider their career
options before applying to your positions. If you want to attract the best talent, think
about how your company provides an environment that supports triggers and
encourages high results to reach a new level of excellence.
Consider whether a prospective employee can visit the office or meet with current
employees to find out if they fit your company's culture. These simple ideas can be key
distinguishing features for a highly sought after Candidate making a career decision.
In addition, says McDonald, it should be remembered that people want to be
employed where they like to work and even give back to the surrounding community.
Philanthropic aspirations, such as volunteering in the local soup kitchen, are part of a
socially responsible company.
Moreover, Sharp Facility’s deliver high quality, cost-effective HR services, and
solutions after going through your company’s business model and your department
policies.

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Blog post hr

  • 1. WHY THE BEST CANDIDATES CARE ABOUT THE COMPANY'S CULTURE So why is the company’s culture so important while hiring employees? Because quality employment not only affects financial results (retention rates, higher productivity), it formulates the aroma of how your service or product is created and delivered. The company’s culture expresses the organization's expectations, values and beliefs, and the way the organization interacts with both its employees and with people in the communities in which they operate.
  • 2. You can get the high quality, cost-effective HR services and solutions from Sharp Group HRD Services that can enable you to be conspicuous of your Senior Leadership Team and Board of Directors as they look for bottom-line results. According to the research done by Personnel Psychology, the best performers are 400 percent more productive than average performers. If your company wants to recruit and hire the best Candidate, understand what they want and what they need most from their employers. Fortunately, the answer is not just a generous payment. Understanding what kind of company culture do you prefer the best, you can find out which elements of your culture are the most important for highlighting and promoting. The company’s culture is very important for employees with high requirements because they know that many employers can meet their remuneration requirements, but only those with an attractive work environment and focus on employees will be at the top of the list.
  • 3. HERE ARE 5 FEATURES THAT THE BEST TALENT IN THE COMPANY’S CULTURE IS LOOKING FOR: Corporate culture focuses on both HR and business leaders, especially for organizations fighting for the highest or rare talent. AUTONOMY First of all, leading talent does not want or does not need micro-management in the workplace. The researchers explain the best performers are motivated, they can make their own decisions and initiate new tasks and challenges by themselves. For this reason, they prefer an autonomous work culture in which they have the freedom and versatility to complete their work at their own choice. While average performers may exploit these privileges, the best talents use them strategically and efficiently to get a better job. POSSIBILITIES OF GROWTH The best performers have an innate desire to learn and develop, which means they want career opportunities. In the Hewitt Associates Talent Pulse study from 2007; one of the best-performing students explained: "I'm a success-oriented person and I have to feel like I'm getting better, moving up and developing. As a result, they choose employers offering training programs and career opportunities that help them grow professionally and personally. TRANSPARENCY The best performers are very goal-oriented; they drive in a direction that leads them to the future they want. As a result, people with high scores want their employers to be transparent so that they can make informed decisions about their careers, according to Talent Management. They want to work for an employer who tells employees how the company works and where the company is going. They also expect their employer to provide information on eligibility and promotion schedule, bonuses and increases. Therefore, they are looking for honest and open employers. A good company culture is a mechanism for the raising of people in a competitive job market
  • 4. FEEDBACK Because they are always looking for ways to improve, the best Candidates expect information from their manager. The Harvard Business Review report shows that 50 percent of high-score people say they expect to sit with managers monthly, but only 53 percent report that their managers provide them with the opinions they need. When the best performers do not receive constructive criticism, they become less motivated and devoted to the organization. Offering accurate feedback can make the greatest talents a challenge and grow, and consequently - happy and committed. CHALLENGES Nobody likes hard work more than the best performers. As the company Competitive Streak explains, leading talents are constantly looking for ways to push the limits of their experiences and skills, especially at work. And according to Talent Management, a likes-quality person likes to undertake projects at work that require critical and creative thinking. Therefore, the best talents prefer the company’s culture in which employees are expected to work hard and develop on a daily basis. They want to be in the winning team, where their team members challenge them and teach them new things. When the best professionals are in an intellectually stimulating work environment, they do the best they can and experience optimal work performance. The most qualified and talented Candidates for work will not be satisfied with any work, because they do not have to. The best Candidates have a choice, so they will thoroughly consider their career opportunities before applying to your positions. If you want to attract the best talent, think about how your company provides an environment that supports triggers and encourages high results to reach a new level of excellence. Then share these facts on your career site and during interviews - especially when hiring the best employees. When you explain how your company’s culture meets their needs, the best talents will accept and accept your offer.
  • 5. 5 WAYS YOU CAN STRENGTHEN THE COMPANY'S CULTURE Good company culture can be a mechanism for attracting the right people and keeping employees even in a competitive labor market. One of the most visible, but often overlooked ways to strengthen the company’s culture is to invite employees to talk. In this sense, efforts to strengthen culture become obvious, but they also become integrative and two-way, not just top-down, which is usually more attractive to employees and effective in the long run. The company’s culture is focused on both HR and business leaders, especially for organizations applying for the highest or rare talent These five ways HR can strengthen the company’s culture to attract talent: 1. STRENGTHEN YOUR CURRENT CULTURE: Find and solve corporate culture problems that are important to current employees. Motivated employees are the best brand ambassadors. 2. BE CONSISTENT: Develop a language that consistently represents the workplace's environment and is consistently used in recruitment initiatives and materials.
  • 6. 3. BE SUITABLE: Find out which channels your potential employees are using to find a job and be located in these locations, providing easily accessible information and resources. 4. BE MOBILE: Here the word "mobility" is from the point of view of technology. Organizations whose communication skills have the ability to adapt to mobile devices have an advantage over those who do not. 5. BE HONEST: Candidates have access to more "internal" information than ever before and are often well prepared with questions and insight. Potential employees greatly appreciate the honesty of the "reality" of the workplace, thanks to which they can make an informed decision. 5 WAYS YOU CAN SUPPORT A STRONG CORPORATE CULTURE The purpose of including employees in the discussion on corporate culture is to determine what is most important for the majority of employees and specific segments of the workforce. The cultural positioning of the organization must take into account diversity in the workplace. Here are five ways in which leaders and HR specialists can support a strong corporate culture. 1. Provide opportunities for professional development and training. 2. Create and cultivate an innovation-friendly culture in which employees feel that their ideas will be heard and will work.
  • 7. 3. Make sure your company offers an attractive, competitive salary and other benefits. 4. Provide a friendly work environment and tools that will help employees to do their job effectively. 5. Offer a wide range of recognition, rewards and career opportunities. A good culture addresses and enhances the experience of employees in the workplace in a way that creates a motivated workforce that is well prepared to achieve both strategic corporate goals and personal career goals. Good culture also informs the wider community about the way it will work together and what you can expect from the organization to provide community support. WHY YOU SHOULD HAVE A SPECIFIED COMPANY CULTURE? “A company’s culture can embrace everything from working and working hours, work-life balance, team-oriented approach to decision-making, and what physical space is in a company,” Says Paul McDonald, executive director of Robert Half at Menlo Park, California. An attractive office environment, for example, suggests that the company cares about its employees and wants them to be comfortable and well-equipped. "Good HR activists and business leaders should sit down and discuss the company's culture,"
  • 8. If they are not yet, they should start doing this. They should make the company’s culture a priority because it makes their company a welcome place to work. It increases productivity, recruitment and maintenance efforts. NOTE TO THE EMPLOYER: Moreover, employing talents that are not consistent with the culture of your company causes personal conflicts within the employee that will undoubtedly affect their work and the people they work with. It is your responsibility as an employer to ensure your employee's success and to make sure that their values and work ethic are in line with your culture before expanding the offer, is the first thing you can do for them and for the rest of the staff.
  • 9. CONCLUSION: The best Candidates have a choice, so they will carefully consider their career options before applying to your positions. If you want to attract the best talent, think about how your company provides an environment that supports triggers and encourages high results to reach a new level of excellence. Consider whether a prospective employee can visit the office or meet with current employees to find out if they fit your company's culture. These simple ideas can be key distinguishing features for a highly sought after Candidate making a career decision. In addition, says McDonald, it should be remembered that people want to be employed where they like to work and even give back to the surrounding community. Philanthropic aspirations, such as volunteering in the local soup kitchen, are part of a socially responsible company. Moreover, Sharp Facility’s deliver high quality, cost-effective HR services, and solutions after going through your company’s business model and your department policies.